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The first phase in the ADDIE model is to **analyze** the training need. Needs assessment guides training development and is the first of the eight CDC Quality Training Standards. Including analysis in your training development process sets you on the path for creating quality training.
A needs assessment can identify gap sources, determine if it is a performance gap (the current level of skill and the required skills needed for a performance area differ), and help you determine if training is a part of the solution to address the gap. A needs assessment provides the information to help you analyze the training need. If a training need is identified, a training needs analysis provides information to guide your training development.Training Needs Analysis
The need for training is often driven by a recognized gap, which is the difference between the way things are and the ways they could be improved. However, training is not always the solution, and it’s important to find out what is causing the gap to identify the best solution. As you explore these solutions you will see that need assessment is a form of evaluation, and some of the resources on this page will link to evaluation tools.
Use these steps and theNeeds Assessment and Training Needs Analysis Checklist [PDF – 254 KB]to guide you through the needs assessment to determine if training is needed to address a gap and gather information for your training development plan. Adapt the checklist to suit your specific project. If you determine that training is the solution, then use these tools and resources to help you create effective training.
Open All Close All1. Plan for needs assessment.
	Use your program goal to help you determine your needs assessment goal or the desired outcome of this type of evaluation. A needs assessment is usually driven by a perceived gap in accomplishing the program goal. Evaluation questions will help focus your information collection about identifying the gap source and potential solutions.
**Example**
Your program goal is to vaccinate 70% of your population. Your vaccination rates are lower than your program wants them to be (i.e., the gap). An evaluation question might be as follows: Why are the vaccination rates low? Therefore, your program gathers information to better understand why the rates are low (the gap source). If you learn that one source is a lack of knowledge or skill among newly hired staff members for providing vaccinations (performance gap), then you would want to consider training as a solution.Define the goal of the needs assessment in relation to your program’s goal.
Describe the gap(s) by identifying the program goals or outcomes that are not currently occurring. Focus on understanding the current situation, not solutions.
Identify decision makers or partners who will use the needs assessment and how.
Establish and engage with stakeholders (partners) that include diverse and relevant representatives of the learner audience (e.g., different professions, generations, race and ethnicity, and gender identity).
Plan to provide updates to your partners throughout the needs assessment process.
Develop questions you want the assessment to answer about your program that will identify the source of the public health or organizational gap.Top of Page2. Collect data and information needed to answer the assessment questions and to help find the source of the performance gap.
	Identify existing data or scientific literature about the gap(s).
Conduct an environmental scan, if needed. Existing data and results from an environmental scan might be sufficient to answer assessment questions or to find gap sources.
Identify who can provide information about the gap(s).
Select the best methods (e.g., existing data review, interviews, surveys, or focus groups) to collect information about the gap(s). If you are creating new data collection tools, allow time and resources to pilot test with the intended audience. Evaluation questions may include questions about the gap source and what is needed to close the gap.
Closing the gap might include the following elements:
Policy changes
Change in the work environment
Leadership
Communication
Attitude change
Knowledge
Skill(s) Behavior
Use data collection tools to answer your evaluation questions.
Collect data from people, if needed.Top of Page3. Analyze the data to determine why a performance gap exists.
	Analyze your data. If you find that a need exists to change knowledge, skills, or behavior, then a performance gap exists, and training can be a solution (e.g., Cathy Moore’s Will Training Help? Flowchart). Different solutions might be available, such as changes in policy, technology, organization, or standard operating procedures. Your analysis will help you learn if training is a solution that can address the gap.Identify specific gaps in knowledge, skills, or behavior.
Describe potential gap causes, in terms of both people and systems.
Set criteria for identifying possible solutions to close the gap.
Evaluate context (e.g., existing resources and lessons learned from past efforts).
Identify barriers and facilitators for training delivery to ensure inclusion and accessibility (e.g., language, technology, or location).
Collaborate with partners to decide on potential solutions.If training is part of the solution, conduct a training needs analysis.Top of Page4. Conduct a training needs analysis if training is needed.
	Use the Needs Assessment and Training Needs Analysis Checklist [PDF – 254 KB] to guide you through the abbreviated steps to determine if training is a solution and provide valuable information for your training development plan.
If a performance gap exists, then you will want to identify what your organization needs to provide training to your audience. Conduct a training needs analysis to collect information about the “who,” “what,” “when,” and “where,” specifically for developing training. The “who” is the job performer and is often referred to as the learner. Your training needs analysis may include additional information collection and should help as follows:Clarify expected learning outcome(s) or the training goal with decision makers or partners.
Describe the learners. This information comes from a learner analysis. The data are collected separately from step 2, and it will help you gather specific information about your learners, which includes the following:
Characteristics of the learners (e.g., demographics or role in the organization).
Barriers and facilitators that affect your learners’ performance (e.g., language, technology, or location).
Learners’ training preferences (e.g., formats, timing, or current sources of learning).
Learners’ educational and reading levels.
List critical competencies to address in the training, if relevant.
Assess opportunities to build trust, engage, and advance equity through training.
List and review trainings that already exist.
Determine if these trainings meet CDC Quality Training Standards.
Review training evaluations and determine if the current trainings meet the needs of the learners and address the performance gap.
If no trainings exist, conduct a content analysis to identify, focus, and organize the potential training content for best learning. Describe what is needed to create new training that includes the following:
Source(s) for the content.
Organizational constraints (e.g., budget and time).
Available resources for creating or delivering training.Top of Page5. Review and interpret findings to identify possible training solutions.
	In the training needs analysis step, you collected the information needed to address the organization, learners, and current resources and capacity for addressing the performance gap. Conduct a careful review of this information to provide the context for developing recommended training solutions.
In this step the information is reviewed, analyzed and prioritized with input from partners. Your review and interpretation will provide context for developing recommended training solutions.Engage partners to strengthen the relevance of conclusions and recommendations.
Consider strategies to make content and delivery methods appropriate for learners and their settings.
Prioritize which training solutions to implement based on your organization’s long-term goals and resources.Top of Page6. Summarize and make recommendations.
	After conducting your needs assessment and training needs analysis, analyze the results, make recommendations, and write a report (e.g., the National Center for School Safety’s 2021 Training Needs Assessment summary report). Share and discuss the report with key partners to determine next steps. Include the following information in your report.The goal of the needs assessment and background for context.
The evaluation questions that the needs assessment was designed to answer.
The methods for collecting, analyzing, and interpreting data.
A summary and findings of the data collected.
Your recommendations, including:
how to develop the training;
which technical topics to cover;
the primary learning audience;
what learning methods will best serve the audience; and
how to address diversity, equity, inclusion, accessibility.Top of PageTools and ResourcesNeeds Assessment and Training Needs Analysis Checklist [PDF – 254 KB]
Cathy Moore’s Will Training Help Flowchart
Evaluation questions (a PDF; step by step guide)
Program Evaluation Framework (page; checklist)
Evaluation reporting guide (pdf guide)
References
Watkins, R, Meiers, MW, and Visser, Y. A guide to assessing needs: Essential tools for collecting information, making decisions, and achieving development. 1st ed. Washington, DC: World Bank Publications, 2012
							
					
							Last Reviewed:  July 20, 2023						Source: 	Deputy Director for Public Health Science and Surveillance, Center for Surveillance, Epidemiology, and Laboratory Services, Division of Scientific Education and Professional Development
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